ROLE OF CONSULTANTS &

ASSESSEMENT CENTRES IN
RECRUITMENT &SELECTION.

Pragyan.Paramita Das
Asst Prof
RCM,BBSR
 What is an Assessement Centre?

• Is it a centre/ a place/ a location/an event??

Definition-Assessement Centre

• Assessement Centre is an event where a

number of candidates take part in a series of
tests,exercises designed and conducted by
trained assessors.
• Candidates standard is measured by some pre
determined competency levels.
 Assessememnt Centres…….

• Many consulting firms include assessment centres, which usually

last about half a day, as a part of their graduate recruitment
processes.
Tools used for assessing are:
• Aptitude/Technical tests
• Group Discussion
• Role Play
• Fact finding exercise
• Basket Exercise
• Case Analysis
• Presentation
• Competency based Interview
• Trained Assessors observe a group of
candidates performing a variety of aptitude
diagnostic procedures which provide specific
information on the abilities and developmental
capacity of each applicant.
• Hence Assessment centre is actually a process
applicants take part in and is not specific to
any one location. Its popularity is also evident
in staff growth plans where it is usually known
as a Development Centres.
How assessement Centres
Design the tests??
• Many organisations use the expertise of an HR
consultant to design the exercises to meet their
specific role requirements and then to conduct the
actual testing and assessment of candidates.
• These services come with a significant cost and used
for higher-level strategic and technical roles.
• Trained Assessors observe a group of candidates
performing a variety of aptitude diagnostic
procedures.
• Such tests provide specific information on the abilities
and developmental capacity of each applicant.
 Where it is held??

• The length of an Assessememnt Centre will vary

from half-a-day to two full days and may be held
on the employer’s premises, or in a hotel.
• Candidates in an Assessment Centre will take
part in a variety of specially designed exercises
• Such tests allow them to demonstrate how their
skills and aptitudes correlate with those required
to perform the role.
• Each of the exercises simulates aspects of the
job description and work environment.
• An in-tray or in-basket exercise asks to assume a particular
role as an employee of a fictitious company and work
through the correspondence in your in-tray This exercise is
designed to measure your ability to organize and prioritize
work.
• In a presentation exercise, a topic or possibly a choice of
topics are given and asked to make a presentation of
around ten minutes with five minutes at the end for
questions.
• This is designed to measure your presentation skills
including the ability to organise and structure the
information and to communicate the points clearly and
concisely of the given topic.
• Group discussions involve working with other candidates
as part of a team to resolve a presented issue.
• These exercises are designed to measure interpersonal
skills such as group leadership, teamwork, negotiation,
and group problem solving skills.
• Panel Interviews are regarded as a more objective
means of assessing your suitability as candidates will be
interviewed by three and five people and therefore the
decision is not reliant on just one person's opinion.
• they are usually more structured than a one-to-one
interview as the panel need to assess all of the
candidates against the same criteria.
• Assessement Centres are seen as one of the most
effective ways of identifying top candidates who'll get
on well with others and fit in with the organizations
culture.
• According to the Chartered Institute of Personnel and
Development's ‘Recruitment, Retention and Turnover
2004 Survey’, 34 per cent of employers now use
assessment centres when recruiting managers,
professionals and graduates.
• This figure will grow as organizations seek to make
more accurate selection and promotion decisions
through Assessement centres.
• Assessment centre method is utilized in a variety of
organisations , government, armed forces, educational
institutions, and safety forces to select individuals for
supervisory, technical, sales, or management positions.

• Initial Selection- Assessement centres- Selection

Decision
• Assessement Centres are usually used after the initial
stages of the selection process, because of the large
amount of time and expense in conducting them.
• Assessement Centres are considered by many
organizations to be the fairest and most
accurate method of selecting staff. This is
because a number of different selectors get to
see you over a longer period of time and have
the chance to see what you can do, rather
than what you say you can do, in a variety of
situations.
 Who conducts??

• Assesement Centres may be conducted by HR

personnel within the employer company or by
outside consultants.
• They are highly structured in their design,
application, and assessment procedure and are
specifically adapted to assess factors such as
level of skills, aptitude and compatibility with
the organization's culture.
• Each test measures a range of indicators
within these factors.
• During each test, a group of observers will rate on a
range of set indicators, using a prescribed
performance scale.
• Results are then cross compared against the same
indicators, which are measured in other tests
• . Following test completion, observers meet to
discuss the test results and reach a group consensus
about your ratings.
At the beginning of the assessment,-
• Candidates receive an initial briefing about the
timetable of tests, location of rooms etc.
• Prior to each test, candidates will be given instructions
describing the exercise, their roles, timeframe's,
equipment etc.
• Candidates will not be told in detail about the
individual indicators which will be measured.
• Candidates will not receive feedback on their results,
unless they have been successfully selected.
Suggestions for Candidates
appearing for Assessment centres:

• If candidates get selected for a management or

graduate level position then it is a good idea to
brush up the knowledge of current affairs and
global news.
• Candidates should read the most recent copies of
any relevant industry specific magazine or
newspaper.
• This will enable to discuss any topical issues that
crop up in the panel interview or over lunch or
coffee, as these ‘social’ events often form part of
the agenda.
• Assessment centre process is intensive and
commonly viewed as stressful,
• It provides additional opportunities for
candidates if they feel that they are not able
to demonstrate their abilities fully during an
interview.
• The process also enables you to obtain a first-
hand idea of what the employer expects, and
will provide opportunities for them to interact
with other participants during group exercises.
Must haves for Candidates:

Candidates must –
Be adaptable
Be extrovert
Be a team player
Fully committed to the tasks
Express their views clearly
Encourage participation of team mates
good background knowledge of the sector, the
organization and its products and services.
Must not for candidates…..

• Shouldnt afford to appear too introvert, but

must avoid interrupting others or taking over
the discussion.
• Shouldnt try to dominate other candidates or
dismiss opposing points of view in a negative
or aggressive way.
• Shouldn’t blame the team member’s or
sitiuations if a candidate underperforms.
• Should remain positive, team
oriented and focused on the task.
Role of Consultants in
Recruitment & Selection

Consultant is an intermediary between an organisation wishing

to recruit (the client) and the individual seeking a career move
or temporary assignment (the candidate).
It is primarily a sales role, with high rewards for excellent
results.
• Consultancies or agencies are of different sizes, from small
local businesses to national and international enterprises.
• Many consultancies are industry-specific or are subdivided into
industry-specific sections, so the consultant will be recruiting
similar posts for different clients. For example, one consultant
might only take on clients in the finance sector.
Areas and Responsibilities:

• To match candidates with the required position that needs to be

filled.
• To gain the trust of both candidates and companies to get and select
the perfect fit.
• All communication related to interview dates, salary, employment
terms, start date etc go through the recruitment consultant.
 They identifies and develop client business relationships in a
competitive environment/industry.

They contribute to the attraction of candidates by their own integrity

as well as relationships of companies.

• Assess and respond to the needs of each particular client or

assignment, providing relevant solutions.
 Responsibilities of Consultants…..

• Advertise vacancies.

• Headhunt (find and approach candidates who aren’t actively

looking for a job).

• Source suitable candidates, brief them on the opportunities

offered by the client, and prepare them for interview.

• Negotiate contracts and employment terms.

Responsibilities…….

• Offer CV, interview and general career advice.

• Manage the application process through
interviews to offer stage and beyond.
 What consultants are offered??

• Starting salaries vary depending on clint companie’s

policies and their locations.
• Sectorwise it may vary but most offer a fixed basic
amount and a highly structured performance-
related monthly or quarterly commission.
• This commission can often be a team or branch
bonus, rather than individual.
• The incentive-based remuneration means that if
consultancies are good at what they do, their take-
home pay is far more than their basic salary.
• Employers usually offer on-the-job training to
new consultants. Larger companies often have
a structured career development scheme for
those who want to progress quickly.
• Some companies have big incentives for the
most successful team members, like holidays,
tickets to shows and sports games, gym
memberships or vouchers.
 Does work environment of Consultancies play
a role in their recruitment contributions??

• Recruitment consultants are expected to work normal

office hours (9 to 5) but the job can often call for late
nights and early mornings.
• It is usually a work-hard, play-hard environment
with long hours and a high burnout rate.
• Low Retention: One in every three new hires will leave
the industry within 12 months because they were
unable to hit their targets (and consequently were
fired) or because they left due to the high-
pressure environment.
• Professional qualifications for active recruitment
consultants can be obtained through the
Recruitment & Employment Confederation (REC)
and the Chartered Institute of Personnel and
Development (CIPD).
• They plan according to the need of the company,
their brand image in the market.
• Recruitment consultant needs to be compelling
and persuasive to secure continued business from
clients (employers) and to excite candidates with
roles open for application.
What consultants do for the
companies??
1. Prepare a Job Description according to the mandate from the client.
2. Do job posting on different job portals and professional networking
sites.
3. Contacting to the candidates through cold calls or mails.
4. Handle the queries of the candidates over through phone or mails.
5. Guide candidates about the jobs according to their qualifications.
6. Screen the candidates’ profiles according to the mandate given by
the client.
7. Follow up with candidates and schedule interview.
8. Coordinate with HRs for interview fee.
This is called as End-to-End recruitment process strategies.
Types of Consultancies:

• Consultancies provide a range of services

aimed at improving business performance,
solving problems, and achieving strategic
objectives. The specific consultants and
services offered can vary depending on the
needs and goals of the client company. Here
are some common types of consultants and the
services they offer:
• Ex-management consulting, strategy
consulting,operation, financial, IT , AI, etc.
Think Tanks:

• Are consultants and Assessement Centres

related to each other?
• If yes, do they work together or separately??
• How Assessement Centres and Consultants help
in Retention??
• THE END